Question

Griggs v. Duke Power case study, I would like to hear your thoughts with respect to what this case teaches us about work validation studies (i.e., predictor validity) and discriminatory work practices.

Answer 1

It is a very famous case study which is mainly related with discrimination in job opportunities. This case became in the year 1970. It talks about discrimination in employment practices. It says that no discrimination should take place in practice of providing employment to any person.

Tests should be designed in a manner so that no discrimination can take place. Knowledge and skills of employees should be tested through fair means. No such tests should be conducted by the employer which can impact the minority groups.

If any such tests are conducted then employer will have to prove the relatedness of test with requirement of job. A reasonable relation will have to be proved. If discrimination takes place then it may create a social gap. Discrimination against a race may pull that race/group in backward direction.

It should be stopped by all the means. Tests should measure the skills of employees for futuristic job profiles. A correlation should exist between performance in test and requirement for a particular job profile. A rational attitude should be developed for employment tests.

A relationship should exist between test score and performance in job. Appropriate attitude should be developed. Skills of person can not be imagined through skin colour or any other external characteristics. Fair methods should be adopted for recruitment. No disparity should be there in hiring as well as in promotion.